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At a time when public sector organisations are under intense pressure to deliver with fewer resources and tighter staffing, conversations around agency recruitment have never been more relevant, or misunderstood.

To bring some clarity to the conversation, we sat down with Pawel Pacan, TaskMaster’s Head of Public Sector Operations, for an honest discussion on the value of agency staffing in the public sector and NHS, and what sustainable workforce planning really looks like.

With nearly two decades of recruitment experience, including time spent at NHS Professionals, Pawel brings a unique perspective from both blue-collar and public sector environments. Since joining TaskMaster, he’s been focused on building long-term partnerships with clients across the UK and championing smarter, more collaborative recruitment solutions.

What are the biggest misconceptions you come across about agency staffing in the public sector or the NHS?

One of the biggest misconceptions is that agencies are extremely costly, with high hourly margins and excessive finder's fees, which is simply not true. In many cases, using a framework agency is actually more cost-effective than hiring substantively. We've demonstrated this to our clients, who are now fully supportive. We are currently awaiting changes to government directives issued to NHS Trusts, which would allow greater use of agency staffing to meet urgent workforce needs and ensure the delivery of patient care. There is also no finder's fee at all as long as the worker completes 12 weeks for the agency.

What do people often overlook when it comes to the value of temporary staffing?

People often overlook the flexibility and speed that temporary staffing brings, especially in critical environments like the public sector and the NHS. Temporary workers allow organisations to quickly respond to changing demands, cover urgent gaps and maintain service delivery without the long lead times of permanent recruitment. They also bring fresh skills, diverse experience and often a high level of commitment, even on short-term assignments. Without access to temporary staffing, many services would struggle to cope during times of high demand, sickness or workforce shortages.

Can you share a time when TaskMaster helped solve or prevent a staffing issue for a client?

We have many such examples! One of the recent ones is when our client faced challenges in recruiting a sufficient number of quality candidates within a short timeframe to cover staffing gaps caused by sickness, absence and increased demand. TaskMaster was able to attract a wider pool of candidates and, in most cases, complete the recruitment process within 10 working days, compared to the internal process, which typically took over three months! Thanks to this recruitment process, the client was able to meet their SLAs and is now using our services for their temp-to-perm recruitment needs.

What real-world pressures are clients facing that make flexibility essential right now?

Increasing demand for services, ongoing workforce shortages, tighter budgets and extended approval time for recruitment. In healthcare, especially, high patient volumes, staff burnout and unpredictable sickness absence have made it critical to have flexible staffing solutions in place. Organisations need the ability to scale their workforce up or down quickly to maintain service levels, meet performance targets and manage costs, all while ensuring quality of care or delivery isn’t compromised.

How do planning issues or policy decisions impact demand for agency support?

NHSE issued a directive to all Trusts to ban agency spending, which has had a direct and significant impact on the demand for agency support. While we understand the need for control measures when policies tighten, the reality is that without flexible agency staffing, many Trusts are now struggling to maintain safe staffing levels and deliver critical patient care. Although the intention behind NHSE policies is to drive substantive recruitment and manage costs, the immediate pressures on frontline services mean that agency support remains essential.

Why do you think many workers choose agency roles, and how do we support that choice?

Many workers choose agency roles because of the flexibility, better work-life balance, and greater control over when and where they work. Agency roles often offer faster access to opportunities and exposure to a variety of workplaces to build skills and experience.

One major advantage is that the agency recruitment process is much quicker and more efficient than internal recruitment processes. Workers can often start assignments sooner and, if they wish, can apply for substantive positions while already working within the Trust, allowing for a much smoother transition into permanent roles. Agencies also have greater reach when it comes to attracting talent. They are local, deeply connected to their communities, and use multiple advertising channels to find candidates, whereas NHS Trusts often don't have that option.

What does sustainable workforce planning look like to you?

Sustainable workforce planning means building a staffing strategy that not only meets short-term operational needs but also supports long-term organisational goals without over-relying on reactive hiring or burning out existing staff. It typically includes:

• Proactive forecasting of future talent needs based on business growth, market trends, and attrition rates
• A balanced workforce mix of permanent and temporary staff to ensure flexibility
• Investment in talent development and upskilling current employees
• Diversity and inclusion at the heart of recruitment and progression
• Strong data and analytics to monitor and refine workforce strategy
• Collaboration between HR, finance, and operations to align staffing with business needs

How can agencies and public sector bodies collaborate better going forward?

Recruitment agencies and public sector bodies can collaborate more effectively by focusing on transparency, shared goals, and long-term planning. Key ways to improve collaboration include:

• Early Engagement – Involve agencies at the workforce planning stage, not just when vacancies arise
• Data Sharing – Share demand forecasts, attrition data, and candidate feedback
• Clear SLAs and Expectations – Define service levels and communication standards
• Candidate Experience Focus – Streamline onboarding and communication
• Innovation and Flexibility – Trial new sourcing strategies (e.g. temp-to-perm pathways)
• Feedback Loops – Build regular performance reviews
• Partnership Mindset – Treat agencies as strategic partners aligned with service values

Want to find out how TaskMaster supports public sector organisations with flexible, compliant staffing solutions? Contact us here to speak to the team today.